Different persons respond differently to the same situation.

Assignment 3: Person-Situation Interaction

There are six ways in which a person and the situation interact to shape a person’s goals, thoughts, feelings, and behaviors.

These are:

 

1. Different persons respond differently to the same situation.

2. Situations choose the person.

3. Persons choose the situation.

4. Different situations can prime different parts of the person.

5. Persons change the situation.

6. Situations change the person.

As part of your answer:

  • Discuss what is meant by each of these dyads.
  • Provide an example of how each one works.
  • Assume you are a supervisor. How would you work within each of these situations with your employees to increase employee motivation? How would your decisions be affected by each person-situation dyad?
  • Assume that you are an industrial/organizational consultant brought into the same office as asked to study these person-situation interactions in order to advise management how to best put them to use to increase employee motivation which research design would you use? Why is this design the best fit for this office situation?

What are the two independent variables in this study? What is the dependent variable?

× 3 Between-Subjects Factorial ANOVA: Study Environments by Gender

This study investigates whether study environment affects academic performance. In addition, this study investigates whether sex of student “moderates” the effect of study environment on academic performance (that is, do males and females differ in how much benefit they get from studying in certain environments).

During the first half of the spring semester, 120 male students and 120 female students in grade 10 at a public high school in a large metropolitan area in the southwestern region of the United States were randomly assigned to one of three study environment: study in front of the TV, at the library, or in the food court. The students could ONLY study in the environment to which they were assigned during the research period. At the end of the 7-week research period, mid-term GPA was computed for each student. A change score was computed for each student: each student’s spring midterm GPA was subtracted from his or her GPA for the preceding fall semester. The difference was each student’s GPA Improvement score. The GPA improvement score was used to measure academic performance.

 

Directions:

Using the SPSS 2 × 3 ANOVA data file for Module 4 (located in Topic Materials), answer the following questions.NOTE: Helpful hints are provided here for you to use while answering these questions. There is no separate answer sheet/guide to use while doing this assignment.

1.      What are the two independent variables in this study? What is the dependent variable?

2.      Why is a two-way between-subjects factorial ANOVA the correct statistic to use for this research design?

3.      Did you find any errors that the researcher made when setting up the SPSS data file (Remember to check the variable view)? If so, what did you find? How did you correct it?

4.      Run Descriptive Statistics on the dependent variable data. What do the skewness and kurtosis values tell you about whether the data satisfy the assumption of normality?

5.      Perform a between-subjects factorial ANOVA on the data.

a.       What do the results of the Levene’s Test tell you about your data? What does this mean in terms of interpreting the outcomes of the ANOVA?

b.      What do the results of the Tests of Between-Subjects Effects tell you? Was there a significant main effect of Environment on GPA improvement? Was there a significant main effect of Sex on GPA improvement? Was there a significant interaction effect of Environment X Sex on GPA improvement? Report the results for each of these questions providing the actual F-value andp value using the following format: F(df1, df2) = ____, p = .___ or if the p is shown as .000, write it as p < .001; an example of this formatting is F(1, 400) = 15.4, p = .02).

c.       Use eta squared to provide effect size/proportion of variance accounted associated with each F-value. If the F-value for a main effect and/or for an interaction effect is statistically significant, what is the eta squared (h2) value associated with that outcome?

HINT:

Report eta squared, h2ignore partial eta squared that SPSS can provide. You have to calculate eta squared yourself. It is not given to you by SPSS, but you can use what SPSS provides to calculate it. Eta squared is calculated by using the values in the column headed “Type III Sum of Squares” from the table with the results for Tests of Between-Subjects Effects.” To compute eta squared, which would be notated as h2, take that source’s Type III Sum of Squares and divide it by the value for Corrected Total in the same column. For example, if the Type III Sum of Squares for Environment had been 4.5 rather than 4.696, you would divide 4.5 by 14.677 to get the effect size for Environment. If the Type III Sum of Squares for Sex had been 2.0, you also would divide that by 14.677, etc. Interpret these eta squared results for effect size using the following guidelines from Cohen (1988):

·         .01 ~ small

·         .06 ~ medium

·         .14 ~ large

d.      If the result for the main effect of Environment was statistically significant, what did you find out when you performed post hoc tests (Tukey HSD) to look at possible statistically significant differences in the pairs of means for Environment groups?

e.       If the result for the interaction of Environment X Sex was statistically significant, what follow up tests did you perform to understand what was going on here? That is, what did you do to find out what was different for males in the various study Environments versus for females in the various study Environments in effects on GPA improvement? What did you learn?

f.       When you have a factorial ANOVA and the interaction effect is significant, does the researcher give much attention to any significant main effects when interpreting the results of the study?

6.      Citing the results of your statistical analyses, what is the conclusion you can draw (and support) regarding research question that was posed in this research (see problem statement)? Write a results section for this study that expresses and supports this conclusion.

HINT:

Use the sample write-up of the results for the Two-Way Between-Subjects ANOVA example that is in the textbook to see what you should report and how to say it. Just substitute the correct language and values for the analyses you have done for this problem.

Attachments:
application/octet-stream iconch8data04.sav
application/vnd.openxmlformats-officedocument.wordprocessingml.document iconmodule_4_problem_set.docx

Discuss how to use praise and feedback to structure the students behavior in 100-200 words with citations.

Here is the scenerio: A student with ADHD is not relating well to the other students in class. He has difficulty focusing when others speak, will not sit still in his chair and does not work well in groups because he goes off topic and talks too much. His teacher would like to help the student pay attention to the others and sit still and focus while working in groups. She has decided to shape the student’s behavior with praise and positive feedback while he is participating in group assignments.

Discuss how to use praise and feedback to structure the students behavior in 100-200 words with citations.

Identify common challenges and issues that arise in the workplace

Due 11/29/15 at 9pm

 

Attached is the question outline given to us by the instructor in class. Also attached is the assignment below.

Bullet all sections

 

Working With Employees: An I/O Commentary on Real World Problems

This required Portfolio assignment will give you experience observing and interacting with people outside of the classroom. It has been designed to provide you with the opportunity to develop skills, synthesize knowledge, and integrate learning in a real world setting. This assignment accomplishes that goal by challenging you to:

 

·         Conduct a 30-minute, semi-structured interview with a manager

·         Identify common challenges and issues that arise in the workplace

·         Evaluate strategies for addressing these challenges

·         Integrate your findings with evidence-based literature from journal articles, textbook, and additional scholarly sources.

 

Objective: This assignment is designed to help you identify common problems that managers face when dealing with employees, and the solutions that managers use in an attempt to solve those problems. This assignment will also give you an opportunity to evaluate the efficacy of the solutions from a practical perspective and from the perspective of research in Industrial/Organizational psychology.

 

Step 1: Identify someone in your community who is a manager. This should be someone who is responsible for recruiting and/or selecting employees, supervising employees, and evaluating employee performance.

 

Step 2: Conduct a 30-minute interview with the manager. In your interview, be sure to cover the following questions:

 

·         What are some of the common problems that you have experienced with employees? Be sure to steer the discussion toward relevant topics such as recruitment, employee selection, employee motivation, employee training, job attitudes, giving feedback, creating incentives, managing conflict, and so forth.

·         Identify two major problems that the manager mentions and ask how he or she has responded to those problems. What solutions has the manager tried? Have the solutions worked?

 

Step 3: Using scholarly sources such as your textbook and professional journal articles that you find in the University Library, research the two problems mentioned by the manager. What does the field of I/O say about these types of problems or issues? What recommendations might you make to the manager?

 

Document your interview and your library research in a 1,050- to 1,400-word paper. Your paper should consist of the following parts:

 

·         An introduction, describing the individual that you interviewed and his/her position

·         A summary of the interview focusing on the two major problems and attempted solutions

·         A scholarly commentary with recommendations from the perspective of I/O psychology

 

Be sure to include at least five scholarly references in your paper. Provide a list your specific interview questions as an Appendix. Format your paper according to APA guidelines.

 

What You Can/Can’t Ask – Legal/Illegal Interview Questions

 

IMPORTANT – All settings, including informal gatherings with agency staff who are not members of the recruitment process , are considered to be part of the interview of candidate.

 

Everyone who will have contact with candidates should be made aware of areas of inquiry that are not appropriate or illegal questions that should not be asked in order to avoid non-compliance issues.

 

 

AREA OF

 

LEGAL

 

ILLEGAL

 

 

INQUIRY

 

 

 

 

 

 

Address/

CAN ASK:

IT IS ILLEGAL TO ASK/REQUEST:

 

 

Housing/Length

Place and length of current and previous address

Specific inquiry into foreign addresses that would

 

 

of Residence

 

 

 

 

 

 

 

 

(“How long have you lived in [city]”)?

 

indicate national origin

 

 

 

 

 

 

 

 

 

 

• For applicant’s phone number or how s/he can be

• Names or relationship of persons with whom

 

 

 

 

reached

 

applicant resides

 

 

 

 

 

• Whether applicant rents or owns home

 

 

Age

BEFORE HIRING ONLY:

IT IS ILLEGAL TO ASK/REQUEST:

 

 

 

• If a minor, require proof of age in the form of a

• About the age or age group or date of birth of the

 

 

 

 

work permit or a certificate of age

 

applicant

 

 

 

• If age is a legal requirement, can ask “If hired, can

• Birth certificate or baptismal record before hiring

 

 

 

 

you furnish proof of age?” or a statement that hire

• Questions that would tend to identify persons

 

 

 

 

is subject to verification of age

 

between 40 and 60 years of age.

 

 

 

• Whether or not an applicant is younger than the

 

 

 

 

 

 

employer’s regular retirement age

 

 

 

 

 

AFTER HIRING ONLY:

 

 

 

 

 

• Require proof of age by birth certificate

 

 

 

 

Ancestry/

CAN ASK:

IT IS ILLEGAL TO ASK/REQUEST

 

 

Birthplace/

“After employment, can you submit a birth

If an applicant is native-born or naturalized

 

 

National Origin

 

 

 

 

 

 

 

 

certificate or other proof of U.S. citizenship or

The birthplace of applicant

 

 

 

 

other proof of the right to remain in or work in the

 

 

 

 

 

 

 

Questions which identify customs or denomination

 

 

 

 

U.S.?”

About birthplace of his/her parents, grandparents

 

 

 

About foreign language skills (reading, speaking,

 

 

 

 

 

 

 

 

and/or spouse or other relatives

 

 

 

 

and/or writing) if relevant to the job

 

 

 

 

 

 

 

• Require applicant submit a birth certificate or

 

 

 

 

 

 

 

 

 

Be sensitive to cultural differences

 

naturalization or baptismal record before

 

 

 

 

 

employment

 

 

 

Do not assume mispronunciation of English as a

 

 

 

 

 

 

 

About any other inquiry into national origin (for

 

 

 

 

lack of education

 

 

 

 

 

 

 

 

applicant or his or her spouse or parents; maiden

 

 

 

Do not interpret silence as inability or unwillingness

 

 

 

 

 

 

 

 

name of wife or mother)

 

 

 

 

 

 

 

 

 

 

 

 

First language

 

 

 

 

 

• Date of arrival in U.S.

 

 

 

 

 

Port of entry

 

 

Citizenship

CAN ASK:

IT IS ILLEGAL TO ASK/REQUEST

 

 

 

Whether a U.S. citizen

• “Of what country are you a citizen?”

 

 

 

If no, whether intends to become one

• If native born or naturalized (for applicant or his or

 

 

 

• If you are not a U.S. citizen, do you have the legal

 

her parents or spouse)

 

 

 

 

• Proof of citizenship before hiring

 

 

 

 

right to remain permanently in the U.S.?

 

 

 

 

• If not a citizen, are you prevented from lawfully

• Whether parents and/or spouse is native born or

 

 

 

 

becoming employed because of visa or immigration

 

naturalized

 

 

 

 

status?

• Date of citizenship (for applicant or his or her

 

 

 

• If spouse is a citizen

 

 

 

 

 

 

parents or spouse)

 

 

 

• Statement that, if hired, applicant may be required

 

 

 

 

 

 

to submit proof of citizenship.

 

 

 

 

 

AFTER HIRING ONLY:

 

 

 

 

 

Require proof of citizenship

 

 

 

 

Credit Rating

NO questions may be asked regarding credit.

You may not ask ANY questions regarding credit.

 

 

Criminal Record

CAN ASK:

IT IS ILLEGAL TO ASK/REQUEST

 

 

(Arrests and

• About actual convictions other than misdemeanors

To inquire about arrests without convictions

 

 

Convictions)

 

 

 

 

 

 

 

that relate reasonable to fitness to perform a

• Check into a person’s arrest, court, or conviction

 

 

 

 

particular job

 

 

 

 

 

 

 

record if not substantially related to functions and

 

 

 

• About convictions or imprisonment if crimes relate

responsibilities of the particular job in question.

 

 

 

 

to job duties and conviction or release from

 

About any involvement in demonstrations

 

 

 

 

imprisonment occurred within the last ten years

 

 

 

 

 

 

 

 

 

 

 

Disabilities

Accommodations for the interview must be provided.

AN EMPLOYER

 

 

(continued on

Be careful how applicants with disabilities are

The Rehabilitation Act of 1973 forbids employers from

 

 

next page)

 

 

 

 

 

 

asking job applicants general questions about whether

 

 

 

evaluated. Do not make judgments based on

 

 

 

 

 

 

 

 

 

 

they are disabled or asking them about the nature and

 

 

 

communication skills of people with hearing and

 

 

 

 

 

severity of their disabilities.

 

 

 

speech impairments.

 

 

 

 

 

 

 

 

 

 

To inquire for the purpose of determining applicant’s

Don’t ask the applicant about what kind of

 

 

 

 

accommodation(s) he or she may need until after the

 

 

 

capability to perform the job. (Burden of proof for non-

 

 

 

 

 

 

 

 

 

Page 1 of 4

Page 1 of 4

 

 

AREA OF

 

LEGAL

 

ILLEGAL

 

 

INQUIRY

 

 

 

 

 

 

Disabilities

discrimination lies with the employer.)

interviewer has established that the applicant is

 

 

(continued from

CAN ASK:

qualified for the job and is considering that person for

 

 

previous page

 

employment.

 

 

 

Whether or not applicant is able to carry out all

 

 

 

 

 

 

An employer must be prepared to prove that any

 

 

 

 

necessary job assignments/functions and perform

 

 

 

 

 

 

physical and mental requirements for a job are due to

 

 

 

 

them in a safe manner

 

 

 

 

 

 

“business necessity” and the safe performance of the

 

 

 

“How would you perform this particular task?”

 

 

 

 

 

job.

 

 

 

CAN INVITE:

 

 

 

 

 

 

 

 

 

 

Applicant to indicate how and to what extent they

Except in cases where undue hardship can be proven,

 

 

 

 

are disabled. Employer must indicate to applicants

 

 

 

 

 

 

employer must make “reasonable accommodations”

 

 

 

 

that (1) compliance with the invitation is voluntary;

 

 

 

 

 

 

for the physical and mental limitations of an employee

 

 

 

 

(2) information is being sought only to remedy

 

 

 

 

 

 

or applicant. Includes alteration of duties, alteration of

 

 

 

 

discrimination or provide opportunities for the

 

 

 

 

 

 

physical setting, and provision of aids.

 

 

 

 

disabled; (3) information will be kept confidential;

 

 

 

 

 

 

To exclude disabled applicants as a class on the basis

 

 

 

 

and (4) refusing to provide information will not

 

 

 

 

 

 

of their type of disability. (Each case must be

 

 

 

 

result in adverse treatment.

 

 

 

 

 

 

determined on an individual basis by law.)

 

 

 

 

 

 

 

 

Education

CAN ASK:

IT IS ILLEGAL TO ASK/REQUEST

 

 

 

• What academic, professional or vocational schools

• Specifically ask the nationality, racial or religious

 

 

 

 

attended

 

affiliation of schools attended

 

 

 

• About language skills such as reading and writing

To ask how foreign language ability was acquired

 

 

 

 

foreign languages

 

 

 

 

 

Office skills

 

 

 

 

Emergency

Name and address of persons to be notified in case

IT IS ILLEGAL TO ASK/REQUEST

 

 

notification

 

 

• Name and address of relatives to be notified in

 

 

 

 

of accident or emergency

 

 

 

 

 

 

 

 

 

 

 

 

 

case of accident or emergency

 

 

Experience

CAN ASK ABOUT:

 

 

 

 

 

• Applicant’s work experience, including names and

 

 

 

 

 

 

addresses of previous employers, dates of

 

 

 

 

 

 

employment, reasons for leaving, and salary

 

 

 

 

 

 

history

 

 

 

 

 

Other countries visited

 

 

 

 

Family/Relatives

CAN ASK:

IT IS ILLEGAL TO ASK/REQUEST

 

 

 

• If the spouse is employed at the company (CANNOT ASK NAME)